Religious Accommodation

New and Updated

• Type:

  Legal Timetable

  New York City Expands Hairstyle Discrimination Protections

• Date:

  January 27, 2021

  Type:

  News

  EEOC Clarifies Employers' Title VII Obligations for Religious Discrimination

  The Equal Employment Opportunity Commission (EEOC) has clarified how Title VII of the Civil Rights Act applies to religious employers and organizations in its newly revised Compliance Manual on Religious Discrimination.

• Date:

  December 17, 2020

  Type:

  News

  EEOC Provides Employers With Answers On COVID Vaccines

  Administering a federally authorized coronavirus vaccine is not a "medical examination" for purposes of the Americans with Disabilities Act (ADA), according to new guidance from the Equal Employment Opportunity Commission (EEOC).

• Date:

  December 1, 2020

  Type:

  News

  EEOC Seeks to Revise Religious Discrimination Guidance, Requests Comments

  The EEOC is seeking public comments on proposed revisions to its Compliance Manual Section on Religious Discrimination before finalizing the guidance.

• Type:

  Legal Timetable

  New York Bans Discrimination Based on Religious Attire, Clothing and Facial Hair

• Type:

  Legal Timetable

  New York City Requires Employers to Engage in Cooperative Dialogue Regarding Reasonable Accommodations

• Type:

  Employee Handbooks

  Religious Accommodation Handbook Statement: Illinois

  Illinois employers covered by the Illinois Human Rights Act and seeking to advise employees of their right to seek accommodations based on religion should consider including this model policy statement in their handbook.

• Type:

  Liveflo

  Handle a Request for a Religious Accommodation

  Use this workflow to handle a request for a religious accommodation.

• Type:

  Legal Timetable

  Illinois Amends Human Rights Act

• Type:

  Supervisor Training

  Religious Issues in the Workplace - Supervisor Briefing

  This briefing for supervisors examines the law and best practices for supervisors when it comes to managing religious issues in the workplace such as avoiding religious discrimination, harassment and retaliation, reasonable accommodation of religious beliefs and practices and types of religious accommodations.